Employers and employee or labor unions are on opposite sides of the bargaining table and usually represent divergent interests, so their relationship can sometimes be highly adversarial. However, both employers and unions can gain more out of their interactions if they improve their working relationship. Union-management cooperation characterizes a relationship between employers and labor unions that has the mutual aim of improving organizational performance and sustainability, which in turn benefits both the employer and employees (See Reference 1).

Mutual Respect

Organizational management and employee unions work better together if they both acknowledge that the other has a legitimate and valued purpose (See Reference 2). Management controls the resources and work environment of an organization while unions represent employees in getting the best terms and conditions of employment. Since the organization needs a happy, healthy and productive workforce to meet its business goals and employees need a place to work, it is obvious that employers and employee unions are interdependent. Mutual respect makes it easier for employers and employees to meet their goals because it facilitates negotiations and ensures neither party will unnecessarily take a hard stance to the other.

Regular Communication

Regular communication between the employers and the employee union improves the quality of the working relationship and minimizes conflicts (See Reference 3). There are a number of factors that constantly affect the employer’s business and may also affect employees from time to time. Increased competition, for example, particularly from companies that use low-wage labor in other countries, could force the employer’s organization to rethink their strategy and they may decide to pay employees less or downsize. If the employer is in constant communication with the employee union and involves them in formulating the best strategies to handle such market disturbances, the employer and union can maintain a good, conflict-free working relationship.

Proactive Policies

Employers can improve their relationships with employee unions through the adoption of proactive employment policies (See Reference 4). Employers know employee unions seek to secure employee interests and can minimize the need for constant negotiation by adopting policies and practices that enhance employee welfare. For example, since states are increasingly considering the implementation of the Healthy Workplace law to curb workplace bullying, an employer can implement a strict code of behavior to protect all employees. This can boost the employee union’s confidence in the working relationship and prevent them from exerting undue pressure on the employer.

Teamwork

Employers and employee unions can also work together in teams as a way to enhance their working relationship (See Reference 5). Ultimately, employers and employee unions want the same thing, which is to ensure the continuous improvement of the organization’s business and sustainable high performance. A successful organization is one that grows and expands and offers better terms and conditions to its employees. Employers and employee unions can work together to discuss issues affecting the business, the employers and the employees. Thereafter, they can jointly decide on the strategies they will adopt to support the business in the short- and long-term and the most effective way to achieve the best interests of all parties involved.

About the Author

Joseph Petrick has been a writer and editor since 2003. He writes career, business and education articles. His work has appeared in several online publications including Career Today. Petrick holds a Master of Arts in philosophy/economic anthropology from Pennsylvania State University.